Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


For Managers

For Managers

Get Rid of These 10 Undercover Time-Wasting Over-Workers



Placements and the law logo

Recruiters are always wondering how we’re able to respond so quickly on a national basis. Believe it or not, we work regular hours. I learned the techniques when I was managing a recruiting office.

You can too, if you:

  • Understand where your non-productive time is spent and;
  • Overhaul your procedures.

All the time-management seminars, workshops, books, calendars, timers, alarms, buzzers and electronic voices in the world won’t help you. They’re just pea-shooters in the war against time. Your problem isn’t on the battlefield, it’s in the war room — right there in your office.

Here are the 10 biggest undercover over-workers:

For Managers, How-To, The Business of Recruiting

Here’s How to Plan Your ‘Grand Vision’ For 2015



Target Plan

Year-end is a great time. We get to reflect over what we have accomplished and what we have yet to do. We get to celebrate what we did right and we get to write off our failures as part of the past. And we get to redirect our efforts in a new campaign. It’s a cleansing of sort and if done properly will provide energy and direction going into the New Year.

When I look at year end planning, I believe it begins with the overall Vision Statement. This Vision Statement should describe the “grand, overall” destination of where you want to be. I learned from the great Mike Gionta, that a good Vision Statement is a one-page statement that tells a story as if it had already happened. Basically, write a one page statement as if you were 5, 10, 20 years in the future describing what your life has accomplished. Revisit this statement annually and modify it as you deem appropriate.

With the Vision Statement in place there are certain “Big Bucket” plans that will need to be addressed. They all must work together to support the Vision Statement and the execution of these plans will allow your Vision to become reality. The Big Bucket items that I believe fit our industry are:

Ask Barb, For Managers

Forget Control. Think Rapport



Ask Barb

Dear Barb:

I’ve owned my business for over 25 years and have always been successful at developing client and candidate control. That has not been the case recently. Our candidates and clients are changing their minds more than ever before. It’s become impossible to control their actions.

Sylia D.
San Jose, CA

Dear Sylia:

I have never believed that we can control clients or candidates. What is effective is your ability to develop rapport based on trust. Technology and the availability of information and networking has made it easier for our candidates to find other opportunities and our clients to identify other resources.

Ask Barb, For Managers

My Team Isn’t Producing. What Do I Do?



Ask Barb

Dear Barb:

I’m frustrated by the results this year. I know my sales team could produce more. How do you light a fire under people without having them walk out the door? They are never on the phone and seem to think sending emails and texting is just as effective. They also spend way too much time on social media sites, job boards, and searching our database rather than calling possible candidates to place.

I’m at my wits ends and really don’t know how to motivate my current team. There are times when I think I should fire everyone because I could make more money just producing by myself. How do you motivate your team?

Walter M.
Detroit, MI
For Managers, Motivation

With A Performance Contract They Fire Themselves



Results-free

Results-freeFor managers, there is one thing worse than hiring the wrong person and that is to keep that individual employed with their agency long after the collective experience dictates they should be terminated. Yet, in almost every case, managers will admit they have difficulty with making termination decisions.

From my many years of experience in working with managers in hundreds of staffing firms on both a national and international basis, I have concluded that the primary reasons for this apparent lack of decisive action include one or more of the following:

For Managers

A Recruiter Job Posting Like No Other



tim sackett project

Okay, I’m adding a recruiter to my team. At hru-tech.com we do mostly engineering and IT contract recruiting, some direct placement recruiting and some project RPO work for clients around the country.

I would put my team up against anyone. They’re that good, and most are home grown! That’s right, the majority of our staff came in entry level and we smacked off that new car smell as fast as bag of Taco Bell that’s been sitting in your back seat for three weeks in the summer.

I started looking around and getting the word out a couple days ago. You would think it would be easy. I don’t really ask for a lot, but I sure know it when I ‘hear’ it! Recruiting is a pretty good gig. It’s transferable. I’ve worked in five different states, four different industries, and my recruiting skills I can take with me anywhere. It’s the one thing I can guarantee you, if you come work for me. You’ll always be able to find a job and make money. Every economy needs good recruiters.

Ask Barb, For Managers

Managers Must Teach Fishing



Ask Barb

Dear Barb:

I’m managing a team of five recruiters, but I’m still responsible for my own production. Most of my day is spent answering questions, making matches and hand-holding my recruiters. I can’t stop helping them because without my help we would not hit goals.

My owner only cares that goals are reached, but I don’t know how much longer I can carry the office or work the hours I’m working. I like the override I’m getting paid, but I could actually make more money if I only focused on my production.

Should I walk away from being a manager?

Joe D.
Topeka, KS
Business, For Managers, Viewpoint

Don’t Just Promote Your Top Biller



headphone recruiter-free-stockimages

OK, it’s time to promote. Naturally any company’s preference would be and usually is to promote from within. However, when it comes to the world of recruiting, all bets are off the table.

Recruiting is an animal unique unto itself. It is sales, business development, and sourcing all in one. No other sales-related job has such a unique structure, and requires so many different segments of the sales process to come together in order to be successful. I’ve worked with many recruiters and salespeople over the years, and have seen some great recruiters go on to become great managers and leaders in the industry. Yet at the same time, I’ve also seen some great recruiters who can’t manage their way out of a paper bag.

Business, For Managers

What to Measure to Recruit More Efficiently



Arrowchart-free

Arrowchart-freeConventional wisdom: You can’t manage what you don’t measure.

More than just a business world cliché, there’s plenty of evidence that measured performance does lead to a more effective organization in areas as diverse as sales, manufacturing, professional services, and recruiting.

Many organizations use metrics to understand how their sourcing and recruiting processes are working, and where there is room for improvement. But are sourcing professionals and recruiting managers measuring the right things?

For Managers

Want Better Results? Tailor Coaching to the Individual



Business training

Business trainingAs a billing manager, I never seem to have the time to coach my people consistently and they have such a limited attention span that I get the feeling, especially with my veterans, that they aren’t really into learning anyway. How do I find the balance and provide them what they need in a format that is of interest and relevant?

This question ranks as number one among owners, billing managers, and even trainers trying to find the balance between their own work load, and providing their recruiters with essential skills and knowledge. We are all experiencing work environments that are intensely more competitive and constantly changing, with business goals and objectives that continue to escalate. And while there are still seven days in a week and 24 hours in a day, our challenge is to do more with those same seven days and 24 hours then we did just a year ago.

So how do we begin to find the gift of time to coach our people? And who is to say they are open to receiving it?